Diversity and inclusion

A connected workforce that reflects the communities where we operate helps us meet the needs of our diverse customer-base, and different ideas and perspectives help us innovate, manage risk, and grow the business in a sustainable way.

Building a diverse and inclusive culture

People from many different backgrounds contribute to HSBC’s success, and being inclusive is an expression of our values to be dependable, open and connected.

Our actions are focused on making HSBC UK a place where people are valued, respected and supported to fulfil their potential. We work hard to foster an environment where people can speak up to remove barriers to success, and collaborate to put the best ideas into practice.

We also know there is more we can do, and we are committed to creating a more inclusive culture for colleagues and customers.

Learn more about HSBC’s global approach to diversity and inclusion

Learn more about HSBC’s global commitments and actions on inclusion

Our policy

We expect our people to treat each other with dignity and respect, creating an inclusive culture to support equal opportunities.

We do not tolerate discrimination, bullying, harassment and victimisation on any ground, including age, race, ethnic or national origin, colour, mental or physical health conditions, disability, pregnancy, gender, gender expression, gender identity, sexual orientation, marital status or other domestic circumstances, employment status, working hours or other flexible working arrangements, or religion or belief.

Helping colleagues thrive

We have a number of programmes and initiatives in place to support and help all our colleagues reach their full potential. Examples include:

• HSBC University, which offers all employees opportunities to train, learn skills and obtain qualifications in-person and online
• Mentoring programmes, including a global mentoring platform as well as a diversity mentoring scheme that helps people find support and mentorship outside the traditional routes and programmes
• Multiple opportunities to develop skills via our employee networks including BALANCE (gender), Pride (LGBT+), and Embrace (ethnicity and race)
• A dedicated workplace adjustments service to provide assistive tech and equipment
• Flexible working policy, which includes emergency care support and paid leave to manage unforeseen circumstances
• Our new parents programme, offering support before, during and after they take parental leave and a guarantee for returning parents to work part-time
• My HSBC Career, a dedicated website to support career development at HSBC

Informing an inclusive culture

Our commitment to diversity and inclusion is embedded in our hiring, on-boarding and development programmes, with information and training delivered by the bank as well as through external partners. Examples include:

• Inclusive hiring principles that guide our recruitment decisions. People managers receive training on how to counteract potential biases when recruiting, and we take steps to ensure that we recruit people from a broad range of backgrounds who share our values
• The global Discovery Programme, welcoming all new colleagues with a one day-classroom based training on HSBC’s culture, values and ways for working
• HSBC University, which offers all employees opportunities to train, learn new skills and obtain qualifications in-person and online, including global bias awareness training and cultural awareness skills
• Our leadership programmes, which help leaders develop techniques to build trusting relationships with a diverse range of people
• Our reverse mentoring programme, which partners diverse employees with senior leaders

Employee Networks and Resource Groups

We know that the expertise and experiences of our employees is a valuable resource, and that we have a great deal to learn from each other.

Our Employee Resource Groups are part of global voluntary networks that bring together colleagues with shared characteristics and common interests, championing education and awareness programs, facilitating open discussion of workplace issues, and consulting with senior leadership.

Groups in the UK include those focused on age, gender, ethnicity, faith, LGBT+, working parents and carers, and ability. Additionally, a wide range of employee communities have been formed, including those focused on flexible working, mindfulness, the military, Chinese society and culture, and Executive Assistants.

Find out more:

About HSBC’s global Employee Networks

About HSBC UK’s lead sponsorship and support of Birmingham Pride

About how HSBC marked World Autism Day

Working with others

HSBC UK works with a wide range of partners who share our commitment to diversity and inclusion, working together to improve and amplify the impact of our initiatives and programmes. We continuously look beyond our business, to measure ourselves against the high standards set by experts and industry benchmarks so that we can continuously develop and improve.

Carer Confident

Through our work with Carers UK we have achieved the Carer Confident Standard.

This certificate of achievement is presented to employers who have demonstrated that they have built an inclusive workplace where carers are recognised, respected and supported.

Disability Standard

HSBC UK uses the Disability Standard developed by Business Disability Forum to measure and improve on performance for disabled customers, clients or service users, employees and stakeholders.

Race at Work Charter

HSBC UK is a founder signatory of the Business in the Community Race at Work Charter and its 5 commitments:

1. Appoint an Executive Sponsor for race
2. Capture ethnicity data and publicise progress
3. Commit at board level to zero tolerance of harassment and bullying
4. Make clear that supporting equality in the workplace is the responsibility of all leaders and managers
5. Take action that supports ethnic minority career progression

Stonewall Workplace Equality Index

We assess our achievements and progress on LGBT+ equality against the 10 areas of employment policy and practice set out in the Stonewall Workplace Equality Index.